Psychology-testing & assessment in the workplace

  

I need about 150 words for each question. I want each question with its references, and please, no plagiarized work.

MODULE 1

Topic 1: Analyzing and Interpreting Psychosocial Assessments

DQ 1

One of the most important applications of I/O psychology is assessment in the workplace. Assessment includes applicant selection and employee evaluation. What factors should be considered in choosing an appropriate assessment? Using current research, argue why assessment is important and discuss factors that impact assessment in selection or in development.

DQ 2

Any form of assessment must be valid and reliable. Given your understanding of validity and reliability, what are factors that influence interpretation of assessment? Is this a problem? Is it a more significant problem in some domains over others? Justify your answer.

RESOURCES

Crick, R., Haigney, D., Huang, S. F., Coburn, T., & Goldspink, C. (2013). Learning power in the workplace: The effective lifelong learning inventory and its reliability and validity and implications for learning and development. International Journal of Human Resource Management, 24(11), 2255-2272.

URL:

https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=edswss&AN=000318154700009&site=eds-live&scope=site

Crossley, J., & Jolly, B. (2012). Making sense of work-based assessment: Ask the right questions, in the right way, about the right things, of the right people. Medical Education, 46(1), 28-37. doi:10.1111/j.1365-2923.2011.04166.x

URL:

https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=ccm&AN=104611820&site=eds-live&scope=site
 

Basu, C. (2016). Three different types of psychological testing used in the workplace.

URL:

http://smallbusiness.chron.com/three-different-types-psychological-testing-used-workplace-25537.html

OSH Answers Fact Sheets. (2012). Mental health – Psychosocial risk factors in the workplace.

URL:

https://www.ccohs.ca/oshanswers/psychosocial/mentalhealth_risk.html

MODULE 2

Topic 2: Types of Tests and Test Selection

DQ 1

Selection of criteria for assessment is an important issue for I/O. It is not a simple issue and it moves beyond simply examining reliability and validity. Using criterion theory and development, defend good characteristics, acceptable criteria, and methods for choosing the appropriate test?

DQ 2

Examine current assessments in applicant selection and employee evaluation. Using current research and a set of criteria, argue why one assessment in applicant selection and one assessment in employee evaluation would be the most appropriate?

RESOURCES

Parry-Smith, W., Mahmud, A., Landau, A., & Hayes, K. (2014). Workplace-based assessment: A new approach to existing tools. Obstetrician & Gynaecologist, 16(4), 281-285. doi:10.1111/tog.12133

URL:

https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=ccm&AN=103906414&site=eds-live&scope=site

Goodstein, L. D., & Lanyon, R. I. (1999). Applications of personality assessment to the workplace: A review. Journal of Business and Psychology, 13(3), 291.

URL:

https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=edsjsr&AN=edsjsr.25092641&site=eds-live&scope=site
 

Lefroy, J., Hawarden, A., Gay, S. P., McKinley, R. K., & Cleland, J. (2015). Grades
in formative workplace-based assessment: A study of what works for whom and
why. Medical Education, 49(3), 307-320. doi:10.1111/medu.12659

URL:

https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=psyh&AN=2015-07840-012&site=ehost-live&scope=site

 Rojon, C., McDowall, A., & Saunders, M. K. (2015). The relationships between traditional selection assessments and workplace performance criteria specificity: A comparative meta-analysis. Human Performance, 28(1), 1-25. doi:10.1080/08959285.2014.974757

URL:

https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=psyh&AN=2015-01595-001&site=ehost-live&scope=site

 

MODULE 3

Topic 3: Assessments to Describe Work and the Worker Attributes Needed to Perform the Work

DQ 1

The goal of job and task analysis is to obtain quantifiable and descriptive information to describe work and worker behaviors as well as the knowledge, skills, and abilities required for the work. Argue for specific steps that must be in place and the type information that must be gathered. Does this differ depending on the type of work? What factors must be considered?

DQ 2

As corporations become more international and have the influence of many cultures, argue whether this affects assessment of the knowledge, skills, and abilities to perform the work? How does culture influence work attributes? Is it a factor that should be considered in assessment? Justify your answer.

RESOURCES

Steel, P., & Kammeyer-Mueller, J. (n.d). Using a meta-analytic perspective to enhance job component validation. Personnel Psychology, 62(3), 533-552. 

URL:

https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=ehh&AN=43712521&site=ehost-live&scope=site

Ganzach, Y., & Pazy, A. (n.d). Cognitive versus non-cognitive individual differences and the dynamics of career success. Applied Psychology-An International Review-Psychologie
Appliquee-Revue Internationale, 64(4), 701-726.

URL:

https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=109462537&site=ehost-live&scope=site

Busi, D. (2012). Creating value through simple structured job analysis. Supervision, 73(7), 8-13. 

URL:

https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=bah&AN=76919334&site=eds-live&scope=site

Salgado, J. F., Anderson, N., & Tauriz, G. (2015). The validity of ipsative and quasi-ipsative forced-choice personality inventories for different occupational groups: A
comprehensive meta-analysis. Journal Of Occupational & Organizational Psychology, 88(4), 797-834. doi:10.1111/joop.12098

URL:

https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=110484118&site=ehost-live&scope=site

MODULE 4

Topic 4: Using Assessment in Work Analysis

DQ 1

Poorly designed appraisal systems often have negative consequences. Compare and contrast the rating approach to work performance assessment. Argue for the best ratings approach (consider: BARS, checklists, employee comparison procedures, graphic ratings scales, etc.).

DQ 2

Examine current performance appraisal research and the focus on the social-psychological context of work performance appraisal. How does social-context impact performance appraisal and feedback for improving work performance?

MODULE 5

DQ 1

There are several personality inventories including: Predictive Index, Myers-Briggs, and the Kiersey Temperament Sorter. Each inventory has varying empirical support within the literature indicating the impact of personality on performance success. Argue for the most appropriate test given the characteristics of the test and discuss how this test will differ for men or women.

DQ 2

Is it legal and ethical to use personality inventories for employee selection, predicting performance, and assessment of work attitudes? Justify your answer.

RESOURCES

Gurven, M., von Rueden, C., Massenkoff, M., Kaplan, H., & Lero Vie, M. (2013). How universal is the Big Five? Testing the five-factor model of personality variation among
forager–farmers in the Bolivian Amazon. Journal Of Personality And Social Psychology, 104(2), 354-370. doi:10.1037/a0030841

URL:

https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=psyh&AN=2012-33782-001&site=ehost-live&scope=site

Consiglio, C., Alessandri, G., Borgogni, L., & Piccolo, R. F. (2013). Framing work competencies through personality traits: The Big Five Competencies grid. European Journal
Of Psychological Assessment, 29(3), 162-170. doi:10.1027/1015-5759/a000139

URL:

https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=psyh&AN=2013-22968-002&site=ehost-live&scope=site

Vigil-Colet, A., Morales-Vives, F., Camps, E., Tous, J., & Lorenzo-Seva, U. (2013). Development and validation of the overall personality assessment scale (OPERAS).
Psicothema, 25(1), 100-106.

URL:

https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=psyh&AN=2013-02569-017&site=ehost-live&scope=site

MODULE 6

Topic 6: Assessment of Leadership

DQ 1

360-degree feedback of leader behavior is the most popular approach to leader development. Does it lead to change in leader behavior and employee behavior? Is it an effective tool?

DQ 2

Current trends point to the use of 360-degree feedback for development and performance. Opponents of this approach argue that using 360-degree feedback for performance can lead to perceived threat or vulnerability and an adversarial relationship. Is using 360-degree feedback for performance justified? Should it be used only for development and learning?

RESOURCES

Bergman, D., Lornudd, C., Sjoberg, L., & Von Thiele Schwarz, U. (2014). Leader personality and 360-degree assessments of leader behavior. Scandinavian Journal of Psychology, 55(4), 389-397. doi:10.1111/sjop.12130

URL:

https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=edsgao&AN=edsgcl.398436265&site=eds-live&scope=site

Toegel, G., & Conger, J. A. (2003). 360-degree assessment: Time for reinvention. Academy of Management Learning & Education, 2(3), 297.

URL:

https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=edsjsr&AN=edsjsr.40214201&site=eds-live&scope=site

Eichinger, R. W., & Lombardo, M. M. (2003). Knowledge summary series: 360-degree assessment. Human Resource Planning, 26(4), 34-44.

URL:

https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=bah&AN=12251244&site=eds-live&scope=site

Pfaff, L. A., Boatwright, K. J., Potthoff, A. L., Finan, C., Ulrey, L. A., & Huber, D. M. (2013). Perceptions of women and men leaders following 360-degree feedback evaluations. Performance Improvement Quarterly, 26(1), 35-56. doi:10.1002/piq.21134

URL:

https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=ehh&AN=87017544&site=ehost-live&scope=site

MODULE 7

Topic 7: Administration of Tests

DQ 1

Argue for whether item response theory or classical test theory is better for measurement precision. What ethical issues arise from the use of either theory?

DQ 2

What are two main benefits for the future of testing? Argue for the benefits and defend the costs of smart tests.

RESOURCES

Jabrayilov, R., Emons, W. H. M., & Sijtsma, K. (2016). Comparison of classical test theory and item response theory in individual change assessment. Applied Psychological Measurement, 40(8), 559-572. doi:10.1177/0146621616664046

URL:

http://journals.sagepub.com.lopes.idm.oclc.org/doi/full/10.1177/0146621616664046

De Champlain, A. F. (2010). A primer on classical test theory and item response theory for assessments in medical education. Medical Education, 44(1), 109-117. doi:10.1111/j.1365-2923.2009.03425.x

URL:

https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=a9h&AN=46804952&site=ehost-live&scope=site

Whittaker, T. A., & Worthington, R. L. (2016). Item response theory in scale development research: A critical analysis. The Counseling Psychologist, 44(2), 216-225. doi:10.1177/0011000015626273

URL:

http://journals.sagepub.com.lopes.idm.oclc.org/doi/full/10.1177/0011000015626273

Sinharay, S. (2016). Person fit analysis in computerized adaptive testing using tests for a change point. Journal Of Educational and Behavioral Statistics, 41(5), 521-549. doi:10.3102/1076998616658331

URL:

http://journals.sagepub.com.lopes.idm.oclc.org/doi/full/10.3102/1076998616658331

Lu, H., Hu, Y., Gao, J., & Kinshuk. (2016). The effects of computer self-efficacy, training satisfaction and test anxiety on attitude and performance in computerized adaptive testing. Computers & Education, 100, 45-55. doi:10.1016/j.compedu.2016.04.012

URL:

http://www.sciencedirect.com/science/article/pii/S0360131516301014

MODULE 8

Topic 8: Synthesizing Psychological Test Results into Comprehensive Test Reports

DQ 1

What factors are most important when synthesizing psychological tests results into comprehensive reports? What is the best method of providing feedback of the assessment?

DQ 2

Briefly discuss your dissertation topic. Discuss how this course will influence your dissertation development? What topics did you find most relevant?

RESOURCES

Prinsloo, M. (2012). Towards an integrated assessment of leadership potential. Integral Leadership Review, 12(1), 1-31.

URL:

https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=82189747&site=ehost-live&scope=site

Fink, S. B. (2011). From guess to process: A systematic approach to hiring and retention. Employment Relations Today (Wiley), 38(3), 11-18. doi:10.1002/ert.20350

URL:

https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=66694757&site=ehost-live&scope=site

Huff, A. (2015). Finding the signs. Commercial Carrier Journal, 172(11), 60-64.

URL:

https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=111055206&site=ehost-live&scope=site

Lanyon, R. I., Goodstein, L. D., & Wershba, R. (2014). ‘Good Impression’ as a moderator in employment-related assessment. International Journal of Selection &
Assessment, 22(1), 52-61.

URL:

https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=94475872&site=ehost-live&scope=site

Van Hoye, G., & Turban, D. B. (2015). Applicant-employee fit in personality: Testing predictions from similarity-attraction theory and trait activation theory. International
Journal Of Selection & Assessment, 23(3), 210-223.
doi:10.1111/ijsa.12109

URL:

https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=108998067&site=ehost-live&scope=site

Get 20% Discount on This Paper
Pages (550 words)
Approximate price: -

Try it now!

Get 20% Discount on This Paper

We'll send you the first draft for approval by at
Total price:
$0.00

How it works?

Follow these simple steps to get your paper done

Place your order

Fill in the order form and provide all details of your assignment.

Proceed with the payment

Choose the payment system that suits you most.

Receive the final file

Once your paper is ready, we will email it to you.

Our Services

Academic Solvers has put together a group of highly qualified writers with a wide range of expertise in the online writing community. Our goal is to become your one-stop shop for all academic and online writing needs. Take a look at our fantastic service below!

Editing

Research Paper Editing

At Academic SolversEditing your research paper could prove to be difficult especially amidst the tight schedules that students have. At academicsolvers.net, we offer research paper editing services. The services include proofreading and use of online platforms such as Grammarly and Turnitin to address any concerns that may arise within the paper. Get our services and you will have satisfactory results.

Research Paper

Custom Research Paper

Writing a research paper could be quite hectic especially if it is your first time. Identifying the research topic, finding the references and interpreting information could pose significant challenges. However, this should not be issues of concern anymore. At academicsolvers.net, we offer solutions to research papers. We deliver plagiarism free and quality research papers that are customized to suit your needs.

Editing

Online Proofreading

Despite writing expertise and skills, you are never guaranteed of error free papers. Academic solvers’ online proofreading services leaves no mistake unaddressed. We go through your paper using a variety of online tools that help to ensure that we edit your paper and make it error free. We have collected a group of experts hence can guarantee quality proofreading services.

Coursework

Cheap Research Papers

Do you have difficulties writing your research paper? Are you afraid of the cost of hiring a professional to write your research papers? Worry no more. At academicsolvers.net we address both of your problems. We are equipped with a large number of professional writers. Second, we offer our research paper writing services at cheap prices that are largely affordable. Don’t miss this chance. Order our cheap research papers today.

Coursework

College Assignment

College assignment could be one of the biggest challenges to students especially working with tight schedules. Academicsolvers.net acts to bridge this gap existing between getting satisfactory grades and meeting deadlines. Our college assignment professionals provide students with quality, plagiarism free and confidential assignment help that helps them to achieve desired grades and outcomes.

Coursework

Essay Help

Essays are some of the most critical elements in the academic life of a student. At academic solvers we prioritize providing quality essays. As such, our professional ensure that they address issues of grammar, structure and plagiarism to provide essays that meet the need of the client. Here, we focus on developing content that aims at addressing the subject in question through the expertise of our professional and experienced writers. Try our services and we guarantee succes.